Serious sexual offences (rape, sexual
assault, exploitation and child abuse) are increasing (up to 45,326 recorded cases
in 2010/11), about 11% in reality.

Most employees will know someone who
has been abused, or is an abuser or has been affected by it, but they may not
think it’s happening to a colleague.

Normally harassment/bullying, grievance or disciplinary procedures are
in place to deal with abusive or violent behaviour at work, but how do you
tackle the impact of domestic violence or a sexual assault on work?

Currently there is no direct
employment legislation requiring you to care for victims of abuse, nor helping
abusers to stop. There are however, a number of criminal acts and duties under
health and safety law that impact upon the workplace which may make you and
your organisation liable should you fail to take action where the abuse becomes
known to you or colleagues. These include harassment, stalking, forced marriage, 'honour' crime, and the duty of
care to protect your employees’ safety.

Victims will be stressed. This may lead
to higher absence, presenteeism, deteriorating mental health, hospitalisation,
disability, lower productivity, lateness, inflexibility, poor performance or conduct,
and a higher labour turnover.

It may impact directly by the abuser
harassing your employee at work or on their way to work. Abuse may happen
whilst at work particularly when working from home. Other employees may become
involved directly or indirectly and they or their families may become at risk. There
are potential PR issues.

We provide policies, training and support to raise awareness of abuse
and how to deal with it at work. Please contact us when you need further advice
or support.